This list includes a range of short, topical and informative resources selected by FPTC which may be of interest and support.
'Walk the Line' - How managers can to stop banter from morphing into inappropriate behaviour; by Tracy Powley, Focal Point Training & Consultancy 2017 The Edge magazine: Institute of leadership and Management (ILM) Read Article
BBC Survey Half of British women and a fifth of men have been sexually harassed at work or a place of study. Read Article
Harvard Business review (HBR) How sexual harassment affects a company's image Read Article
Article highlighting need for businesses to be ready for new legislation Read Article
The Law Society, Understanding workplace harassment. Read Article
World Economic Forum- how to beat gender stereotypes Read Article
Harvard Business Review Women on shortlists Read Article
The Neuroscience of Racial Bias Read Article
Inside the Neuroscience of Bias Read Article
The Guardian - Bias in Britain Jan 2019 Read Article
Mental health and wellbeing must be embedded into legal education. This article describes how managers in law firms must also be trained to better manage and support people. Read Article
Forbes on Managing angry and anxious behaviour at work Read Article
Webinar: We need to talk about behaviour - now!
Stella Chandler, Director Focal Point Training, with the Institute of Leadership and Management. Watch Video
Podcast: Radio4 In Business - Confronting Sexual Harassment at Work (Featuring Focal Point Training & Consultancy) Listen Here
Accenture video "Inclusion starts with I" Watch Video
The Royal Society - Understanding Unconscious Bias video Watch Video
TED* talk – Helen Turnbull on Inclusion, exclusion, illusion and collusion: a great talk as it shows impact in work. Watch Video
*(Search TED talks for lots more on unconscious bias)
Microaggressions 'Same difference' short animation Watch Video
Top 5 Most damaging micro-behaviours: Watch Video
How LinkedIn's HR Chief is Changing the Diversity Conversation with "Belonging" Watch Video
The Value of Difference: Eliminating Bias in Organisations, Binna Kandola, Pearn Kandola Publishing 2009
Diversify – ‘How to challenge inequality and why we should’ June Sarpong, August 2017 published by HQ
Inclusive Leadership: The Definitive Guide to Developing and Executing an Impactful Diversity and Inclusion Strategy: - Locally and Globally - Charlotte Sweeney & Fleur Bothwick Pearson 1st edition
Encouraging a Speak-Up Culture – A Good practice guide from the Institute of Business Ethics November 2017
Quiet: The Power of Introverts, Susan Cain, Penguin 2013 (see also https://www.youtube.com/watch?v=c0KYU2j0TM4 )
Thinking, Fast and Slow, Daniel Kahneman Penguin 2011
Blink: The Power of Thinking without Thinking, Malcolm Gladwell, 2014 See also https://www.youtube.com/watch?v=AGBVgvisbI8
The Culture Code: The Secrets of Highly Successful Groups - Daniel Coyle, Penguin 2018
Succeed as an Inclusive Leader - Thais Compoint, Declic International 2017
The Chimp Paradox – Prof Steve Peters Penguin 2012
Demystifying Diversity: A Handbook to Navigate Equality, Diversity and Inclusion: Jiten Patel and Gamiel Yafai Gilgamesh Publishing 2019
Drive, Daniel H Pink Canongate 2009
Other resources you may find useful to explore...
Dealing with conflict: A roadmap for navigating uncomfortable work situations, Amy Gallo, Google Talks Watch Video
How to Manage Emotions at Work Read More
How to Refresh Your Brain in a Matter of Seconds When You're Stressed Read More
Women in Business Special Report - Financial Times Sept 2017 Read More
The Implicit Association Test Read More
Project Implicit is the product of a team of scientists whose research produced new ways of understanding attitudes, stereotypes and other hidden biases that influence perception, judgment, and action.
Project Implicit translates that academic research into practical applications for addressing diversity, improving decision-making, and increasing the likelihood that practices are aligned with personal and organizational values.
The Implicit Association Test (IAT) measures attitudes and beliefs that people may be unwilling or unable to report. The IAT may be especially interesting if it shows that you have an implicit attitude that you did not know about. For example, you may believe that women and men should be equally associated with science, but your automatic associations could show that you (like many others) associate men with science more than you associate women with science.
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